How Tweet It Is S S 0110

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INDUSTRY NAME (not required) Texas State Council of SHRM 9 th Annual Global HR Conference: Survival of the Fittest How Tweet It Is – Using Social Media to Recruit & Retain Kathy Rapp & Joni Mendyk January 14, 2010 – Houston, Texas

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How Tweet It Is - Using Social Media to Recruit and Retain

Transcript of How Tweet It Is S S 0110

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INDUSTRY NAME (not required)

Texas State Council of SHRM

9th Annual Global HR Conference:

Survival of the Fittest

How Tweet It Is – Using Social Media to Recruit & Retain

Kathy Rapp & Joni MendykJanuary 14, 2010 – Houston, Texas

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Why Should I Care?YouTube – “Did you know 4.0”

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Where this is going… defining web 2.0++ and social media why it should matter to you how to get started the business opportunity

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grandpa’s web (1.0)

browser, email, static web sites

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web 2.0 (3.0, 4.0)Are you there yet?

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web 2.0/3.0 - the user is in charge user generated content user editing user publishing user authoring user comments

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what’s included in web 2.0?* im sms/text

messaging blogs rss feeds wikis readers

*represents 5% of total 2.0 terms

social networking facebook/myspace linkedin podcasts aggregators twitter

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who cares?your customers, your candidates, your kids

your employeesand the people who pay you $$$ as a HR Pro

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The Top 10 Reasons Why HR Pros should invest time in

social media tools

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#10 – It Sucks to be a Dinosaur raise your hand if you

like being: the oldest person in the

room left out of conversations leapfrogged when

people talk strategy

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#9 – Dead as a Doornail print advertising big boards like Monster &

CareerBuilder will diminish in importance

you’re going to have to grind to find candidates

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#8 – Elvis and the Internet what do these things

have in common? the establishment

thought they were fads!

why is social media, driven by the youngest generations, different?

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#7 – eLearning is turning into uLearning

eLearning – sounds web 2.0, but it’s still centralized

who’s seen a decrease in training $$?

HR pros don’t have to wait for info

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#6 – You’re so vain and yes, this song is about you… have you googled yourself lately? what do candidates, employees,

employers and peers see? why’s that important?

no search results = not a player scary search results = not an

employee

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#5 – I trust people I meet on the net not the guy from the

Nigerian bank not the guy with the Viagra

deal I can’t pass up I trust people/orgs with

established online brands so will employees,

candidates, employers

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#4 – You can be “professional”- just no beer bong pics

this just in…HR pros are conservative

a voice within your social media domain = respect

you can/should keep it professional

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#3 – Social networks ARE driving knowledge transfer

Inside & outside your org you can help map the

strategy or be an order-taker command and control won’t

work in social networking blocking social networks is

not a “strategy”

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#2 - There’s better food at Four Seasons than at Motel 6

leadership/knowledge based industries won’t hire in the future without the skills

the market pays for rare skills social media supports trends

companies will rely on =$$$ over the course of your

career

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#1

User
TOBY! Love it!
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Where to start?LURK - (read stuff)

START OR JOIN a conversation - (interact) BUILD a brand - (share knowledge)

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First, the tools…what’s worth your time?

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What’s hot for Recruiting & Retaining? blogs readers linkedin industry social networking

like recruitingblogs.com & fordyce letter network

twitter

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Blogs website dedicated to topic or

theme links point to other resources single or multiple authors frequent entries (5x a week) indexed by categories readers comment to interact personality-driven

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RSS push technology automatically updates rss = “real simple syndication” readers – ex. google reader used so reader doesn’t have to

visit multiple blogs every day

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LinkedIn social networking with biz twist connections = power, influence viral growth huge upside for recruiting new

talent pro version available for

recruiting

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Profession-based Social Networks facebook for

professionals based on your niche content geared towards

helping you & connecting you with others in your area

Ex: recruitingblogs.com

User
any other examples in addition to recruiting that you could name drop. HRN Today eg?
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Twitter microblogging – 140

characters or less pick who you want to

follow who you follow has

to be consistent with your philosophy on how to use

User
Begs the question of when KD will add @halogensoftware to his follow list :-)
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what to do first?whether you want to lurk, talk or

build a brand

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the “lurking” road map learn how to use Google reader &

Twitter use a Blog Search tool to find blogs subscribe to 15+ blogs follow 50 people via Twitter pick a career focused social

networking site LinkedIn User Groups

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don’t mix business with junk only follow sources you can

learn from avoid mixing personal

interests with your profession

stop following if you don’t learn

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Train wreck waiting to happen…

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Get Going! 20 minutes a day start by lurking – read and

learn graduate to

commenting/sharing if you want to brand, then

you/the org will create content

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A little something for the effort… lurk/read=learn conversation=bigger

network and opportunity others don’t have

brand=big development, LOTS of opportunity others don’t have

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Be SelfishUse it… for professional development

for your team to get better at what you do to tap into pools of talent to connect with people who

can help determine your future

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and if ALL of this doesn’t get your

attention…How would you answer this question?

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how do you stay current and “in the know” related to your profession?

<be careful as it could be a career changing answer>

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Thanks… & Our Contact Details

Kathy Rapp hrQ +1.713.266.8277 [email protected] Twitter: KatRapp or hrQinc http://www.linkedin.com/in

/kathyrapp

Joni Mendyk Total Safety +1.281.536.5496 [email protected] http://www.linkedin.com/p

ub/joni-mendyk/17/a88/b42